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Archive for December 2009

Managewhich’s Guide to the Annual Review

For many middle managers, it’s that time of year again.  Fiscal year’s over and review time is upon us.  I’m guessing that this is an unpleasant task for most of you, which is a shame.

Corporate America has taken one of it’s better opportunities for engagement and celebration and turned it into a administrivia-laden stress-inducing B.S.-laden process that’s designed to control compensation as opposed to inspire great performance.  In the end, most people feel demoralized.  (If your experience is different, I’d love to hear about it.)

Putting Some Meat in the Managewhich!

No one wakes up in the morning and asks to themselves, “How can I screw my job up today?”  And yet, sometimes we feel that way in our management roles, yes?

I’ve gotta tell you, when I look back over the course of my corporate career, there were a lot of things I would do differently, mainly around conflict management, negotiation and feedback.  I wish I’d had better examples and mentors.  In the craziness of never having enough time to do what I needed to do, there were many times that it felt like I was blindly feeling my way around the fun house.

What Got You Here May Not Get You There

Photo By Dani

When met with what seems to be a familiar situation, humans behave based on habit.  The brain is designed to operate based on patterns and filters, so it’s very quick to assess “Woah! something’s going on here” vs. “Oh, OK”  and respond accordingly.

By the way, it’s also the same mechanism that makes Bob’s name easier to remember than Atmajyoti’s, if you’re not Indian.

Managewhich Question: Who the “mans” the Role of Policy Police?

“The rules make it fair for everyone,”  a quote from one Managewhich who’s struggling with influencing and managing her peers.

The Managewhich was describing how other groups are rewarded for complaining (as opposed to problem-solving),  how other managers were giving undocumented vacation days in exchange for excessive for overtime, and other “rule-breaking” perks.  Her point of view is that the rules were put in place for a reason.  She follows the rules, and it makes her look like the bad guy when she doesn’t break them and others do.  She wants to influence her peers to follow the rules.

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One of Many Testimonials

I will continue to grow and develop as a leader so that I can better serve my team, my organization and my family.

Suzanne M.
University of Phoenix

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